Online recruiting organizations: Are you ready to stop hiding from candidates? You should be. Your brand depends on it.With The American Job Act currently before Congress, employers would be subject to…

The debate about Facebook’s revolutionary role in online sourcing rages on. Some recruiters, citing the site’s reputation as a purely social networking site, claim that its informal atmosphere seemingly precludes any serious professional networking (a niche filled by LinkedIn). Simply put, they say, Facebook users log-on to have fun, not to look for jobs.

This new resume search option reads just like a LinkedIn Profile in Feel and has no real phone or email contact information - but employers can sign up for the service and send a secure message to the candidates…

Effectively executing your employer branding strategy can have long-lasting benefits, states John Sullivan in a recent ERE.net article. One key tactic towards this goal is using online videos to convey your employer branding messages. In today’s world of instant communication, videos, like any visual…

Fairly recently, influentials such as ERE and Monster were working to build momentum regarding the creation of a “Bill of Rights” for job seekers; specifically, to greatly improve the candidate experience. Due to the enormous amount of talk at the recent #truBoston event and on Twitter chats regarding employer branding and applicant black holes, I’ve been thinking about this issue again.

With recruiter transparency and forced accountability through social media, organizations clearly… Continue

LinkedIn has become huge, and using it for sourcing has become even bigger. But of course sourcing within LinkedIn has limitations. Below are some tips, tricks, cheats that may help. Most are nothing more than utilizing the things you learned in my previous postings. But here they are more specialized.

Most staffing professionals, hiring managers, and others who do interviews seem to be under a misunderstanding as it relates to interviewing. They feel that they are doing the interviewing and that is all. They do not realize that the candidate is interviewing us as well.

When you are interviewing a candidate the candidate is taking mental notes of everything said,…

A great candidate experience is rooted in respect. Career sites are inviting and enthusiastic. Communications are regular and honest. Appointments are kept and interviews respect a candidate’s time. Applications respect the applicant’s time and privacy.

I have done several postings on reporting and on matrices. In all of them I stress the importance of not using the stats alone to make decisions. The reason for that is because stats alone do not tell you the whole story. It is imperative you understand the WHY’s behind the numbers. If not you will fall into the hidden land mind that these reports and matrices create. You will make choices based on half…

1988, Seoul Olympics after the 200 m, Carl Lewis famously told reporters, “I did not win Silver, I lost Gold”. A powerful statement indeed, coming from someone who has won 10 Olympic medals including 9 Gold in his career.

Now, if Carl Lewis was a recruiter, I bet he might have said the same thing because there’s no silver medal, your candidate either lands the job or not. Or maybe there is room for a silver medal………….

I recently read this very interesting post (via twitter) about an age old issue that continues to pop its awkward head above the parapet in the world of recruitment. The double submission - when two agencies submit the same candidate to the same job vacancy (and the subsequent squabbling over ownership that inevitably ensues).

"Hey you... Yeah you... the tall, balding guy who's getting a bit tubby around the midriff. Whats the best way to lay out my CV?" I get asked this question a lot by friends and colleagues. Over the years I've seen many designs and layouts from competency to chronologically career based with everything either side and in between thrown in for good…

The candidate experience is getting more attention. It can be, yet always is a differentiator in the candidate's mind. A recent quote from a candidate highlights this. "You should talk to COMPETITOR, their process is terrible, this is cool." The nature of the candidate experience left a differentaited and brand positive impression.

How are you thinking about your candidate experience? More importantly, what are you doing to use it to your advantage. Effort to improve…

It’s hard to be in a building for two days with some of the best brains in social media and recruitment, and not learn a thing or two about this industry we’re in. And yet for all the education I received from such luminaries as…

Okay. So this particular topic has been itching to get out and it has been driving me nuts. Quite frankly, I just can't stand it when I hear people being referred to as Resources, Capital, or anything other than a Human. Does that not bother anyone in staffing. I mean come on now. We are looking for people to fill a project or two, or a long term career interest, and a marriage of two happy customers in a business relationship. We aren't talking about a piece of equipment here…